The overall exercise of hiring new employees is a big responsibility that involves a considerable risk. Hence, a key inclusion in the whole hiring exercise is to look into a person's background before hiring them.  It enables businesses to guarantee they attract the correct individuals and trustworthy employees with the appropriate abilities who fit the organisation's values.  However, for many job seekers, phrases like "background check" or "pre-employment checks" cause anxiety or uncertainty.  Hence, it is essential to elaborate on the procedure to your prospective candidates to keep them at ease.

Here's how to discuss employment checks to foster openness, establish trust, and present your organisation favourably:

• Be very frank from the start:

Early in the job hunt, let people know your firm runs pre-employment screening.  Please include it in the job posting or on the initial phone call.  Being open means that you appreciate open communication and helps prevent later shocks. Hence, we politely request that you investigate people's backgrounds as part of our usual hiring process.

• Be specific about examination parameters:

Many applicants for jobs are unaware of what pre-employment checks entail.  Clearly state what you will be checking, including:

• Ensuring they are who they claim to be
• Training and education have finished. Past offences (if any)
• Financial background (if required for the position)
• Tests for drugs (if needed)

Ensure that what you verify fits the position's requirements and complies with local laws.

• Mention that this is a routine that applies to all:

It is critical to make the candidate feel a part of the system and not a special case wherein you perform pre-employment screening. Convey clearly that not just they but everyone gets screened to help reduce concern. This prevents individuals from thinking they are being observed more attentively. For instance, irrespective of their experience, we do the same pre-employment screening for everyone we hire, and this is just an approach to ensure healthy selection.

• Justify your actions:

Communicate with your applicants that employment checks are about ensuring the workplace is safe and suitable for all, not about looking for justifications to decline.  Discussing it this way enables the applicants to understand that the pre-employment screening procedure will benefit all. Moreover, the system assists us in keeping a safe and strong workplace. 

• Politely seek permission:

Before you begin looking, always ask whether the applicant is comfortable.  This helps you to remain legal and fosters confidence as well. Please provide them with a straightforward form to sign and an opportunity to raise queries.  Be explicit that they can decline; doing so might influence their employment prospects.

• Assist them in negotiating the procedure:

Inform individuals whom they may contact should they have concerns, and how long the check will take.  Should something that could cause concern arise in the pre-employment checks, allow them a reasonable opportunity to clarify before you decide.

Key Takeaways!

Pre-employment screening need not cause anxiety or discomfort for anyone. When explained honestly and carefully, it becomes only another stage in a productive hiring process. Keeping the conversation open and respectful will not only help job seekers but also demonstrate your fairness and professionalism as a supervisor.